The Five Dysfunctions of a Team by Patrick Lencioni

Team Assessment
Instructions: Use the scale below to indicate how each statement applies to your team. It is
important to evaluate the statements honestly and without over-thinking your answers.

3 = Usually 2 = Sometimes 1 = Rarely

____ 1. Team members are passionate and unguarded in their discussion of issues.
____ 2. Team members call out one another’s deficiencies or unproductive behaviors.
____ 3. Team members know what their peers are working on and how they contribute to the
collective good of the team.
____ 4. Team members quickly and genuinely apologize to one another when they say or do
something inappropriate or possibly damaging to the team.
____ 5. Team members willingly make sacrifices (such as budget, turf, head count) in their
departments or areas of expertise for the good of the team.
____ 6. Team members openly admit their weaknesses and mistakes.
____ 7. Team meetings are compelling, and not boring.
____ 8. Team members leave meetings confident that their peers are completely committed to
the decisions that were agreed on, even if there was initial disagreement.
____ 9. Morale is significantly affected by the failure to achieve team goals.
____ 10. During team meetings, the most important—and difficult—issues are put on the table to
be resolved.
____ 11. Team members are deeply concerned about the prospect of letting down their peers.
____ 12. Team members know about one another’s personal lives and are comfortable discussing
them.
____ 13. Team members end discussions with clear and specific resolutions and calls to action.
____ 14. Team members challenge one another about their plans and approaches.
____ 15. Team members are slow to seek credit for their own contributions, but quick to point
out those of others.
Scoring
Combine your scores for the preceding statements as indicated below:

Dysfunction I: Dysfunction 2: Dysfunction 3: Dysfunction 4: Dysfunction 5:

Absence of Fear of Conflict Lack of Avoidance of Inattention to
Trust Commitment Accountability Results
Statement 4: ___ Statement 1: ___ Statement 3: ___ Statement 2: ___ Statement 5: ___
Statement 6: ___ Statement 7: ___ Statement 8: ___ Statement 11: ___ Statement 9: ___
Statement 12: ___ Statement 10: __ Statement 13: ___ Statement 14: ___ Statement 15: ___
Total: _____ Total: _____ Total: _____ Total: _____ Total: _____

A score of 8 or 9 is a probable indication that the dysfunction is not a problem for your team.
A score of 6 or 7 indicates that the dysfunction could be a problem.
A score of 3 to 5 is probably an indication that the dysfunction needs to be addressed.

Regardless of your scores, it is important to keep in mind that every team needs constant work,
because without it, even the best ones deviate towards dysfunction.

Inattention to Results leads to / is characterized by Status

and Ego
Avoidance of Accountability leads to / is characterized by
Toleration of Low Standards
Lack of Commitment leads to / is characterized by a Sense
of Ambiguity
Fear of Conflict leads to / is characterized by False
Harmony
Absence of Trust leads to / is characterized by
Invulnerability
 
 
NAME OF Absence of Fear of Lack of Avoidance of Inattention to
STAFF: Trust Conflict Commitment Accountability Results

 
 Strategies for Overcoming…
Absence of Trust
• Identify and discuss individual strengths and weaknesses
• Spend considerable time in face-to-face meetings and working sessions

Fear of Conflict
• Acknowledge that conflict is required for productive meetings
• Understand individual team members’ natural conflict styles, and establish common
ground rules for engaging in conflict.

Lack of Commitment
• Review commitments at the end of each meeting to ensure all team members are aligned
• Adopt a “disagree and commit” mentality—make sure all team members are committed
regardless of initial disagreements.

Avoidance of Accountability
• Explicitly communicate goals and standards of behavior.
• Regularly discuss performance versus goals and standards.

Inattention to Results
• Keep the team focused on tangible group goals.
• Reward individuals based on team goals and collective success.